Podcast appearances and mentions of sarah maynard

Many of our property management business owner clients are focused on hiring or restructuring their teams right now. In this episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull discuss the most important parts of the hiring process and offer a little bit of “tough love.” You'll Learn [04:39] 1. Finding the right person for the role [11:04] 2. The importance of training your new hire [24:41] 3. Implementing accountability for your team [30:20] Review: what does the initial training period look like? Tweetables “We need to be clear on what results we're expecting.” “Any ambiguity or fuzziness, then you're going to get fuzzy outcomes.” “You cannot ever hire somebody and just say, "now my problems are solved." They're not solved yet.” “If you skip onboarding or if you don't have a very solid onboarding and training process, it's going to cause just so much friction.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Sarah: You cannot ever hire somebody and just say, "now my problems are solved." They're not solved yet.  [00:00:09] Jason: Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently than you are a DoorGrow property manager. DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners, and their businesses. [00:00:53] We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. We're your hosts, property management growth experts, Jason and Sarah Hull, the owners of DoorGrow. Now let's get into the show.  [00:01:11] Sarah: All right. [00:01:11] Let's do it. Before we do anything, we have an announcement for those of you that have not yet heard. Our foster dog Hans has been officially adopted. So we didn't do a podcast since he was adopted. So this is our first podcast that we don't have Hans kind of hanging out in the background. And I miss his little face, but he has an amazing family. [00:01:32] Jason: I miss Hans. I don't- [00:01:35] Sarah: love him so much.  [00:01:37] Jason: I don't miss him chewing my stuff in my office, but I do miss his little face as well. All right. Yes. Yeah, so he's adopted All right So the topic today and if you want to check that out, you can go to doorgrow.Com right at the top. There's dogs click on that see all our stories. Maynard got adopted. [00:01:55] Sarah: Maynard is adopted. Yeah, he now lives in California.  [00:01:59] Jason: This dog was like on death's door multiple times. Well, many times. Now he's living it up with a wealthy dude.  [00:02:06] Sarah: Who just fell in love with him.  [00:02:07] Jason: Guy in California.  [00:02:08] Sarah: Maynard just captured his heart, loved him so much and wanted to provide him an amazing life, so. [00:02:15] Jason: He's got a new name.  [00:02:16] Sarah: He's Bodhi.  [00:02:17] Jason: Bodhi.  [00:02:18] Sarah: Bodhi. So he's now driving around in a convertible in California. That's one of the pictures they put on there. Oh!  [00:02:25] Jason: All right. So  [00:02:25] Sarah: Maynard has a great life now, too.  [00:02:27] Jason: So you can check that out at doorgrow.com/dogs. All right. So our topic today that we're going to be chatting about you said that it came up a few times in You know this week with some of our clients dealing with some new team members We've got we're doing helping a lot of people with hiring right now. [00:02:45] Sarah: Oh my goodness so many. I built so many DoorGrow Hiring accounts in the last week.  [00:02:49] Jason: Yeah, so we're setting up this hiring mechanism and machine and system so that people can have some consistently good hires. But that brings us to kind of the next challenge. So what have you been hearing?  [00:03:00] Sarah: Okay, so one client asked me, he's about to hire. [00:03:05] He's going through the hiring process. So he doesn't have anybody lined up yet, but he's It's about to start this whole process. And he had asked me, "Hey, what about expectations for when they start when they come on?" And specifically this is a BDM. The second instance of this happening this week is a client who has already hired and his BDM is now about 60 days in. [00:03:31] And he sent me a message yesterday and he said, "Hey, listen, I really need to talk with you before the end of the month. I need to make a decision on my team." So I said, okay, let's. Let's figure out what's going on? And he said "yeah, I'm kind of pissed because my BDM is like 60 days in, and last month he didn't do anything at all. And then this month he started like he hasn't closed anything yet," and by he didn't do anything at all, what he means is he didn't close anything.  [00:04:00] Jason: Okay. Not that he wasn't working. No deals yet.  [00:04:01] Sarah: Yeah. Okay. Not that he wasn't working. He was working. And this month now is his 60 day mark and he hasn't closed anything, but he's, you know, making calls and he's starting to, you know, get some things kind of ready and warmed up in the pipeline. [00:04:16] He, he said, "man, should I just let him go? Like, is he just not the right person? I feel like it's 60 days, like, I should see some results at this point."  [00:04:26] Jason: Okay.  [00:04:26] Sarah: So I'd like to, I'd really like to talk about that. And this is going to be, whatever episode this is "Sarah's Tough Love episode." So here it is. [00:04:35] Jason: Got it. Okay, I mean, let's get the basic stuff out of the way, right? First, we need to know that we have the right person. So, we need to know what those expectations are. So, that's where we define that. Usually, we call them R docs, but in this ultimate job description. So, we need to be clear on what we're looking for. [00:04:51] We need to be clear on what results we're expecting. We need to be clear on, you know, what outcomes we're hoping for and they need to be clear on this, right? Like if we're bringing somebody in, they need that clarity. So if there's anyone listening and there's any ambiguity or fuzziness, then you're going to get fuzzy outcomes. [00:05:09] And those aren't good, right? And so there needs to be at least, and you need to be on the same page. Literally, the way we do that is with a page called an RDoc. And so you make sure you're on the same page. And all those young Gen Z people, notice how I used the word literally, correctly like it's an actual page. [00:05:28] Sarah: I was just thinking that.  [00:05:29] Jason: Stop saying the word literally. It drives me fucking nuts. So, all right.  [00:05:33] Sarah: Literally.  [00:05:34] Jason: I literally, like if, yeah, nobody's confused about it being figurative, then don't, you don't need to say the word.  [00:05:41] Sarah: I literally died yesterday when I read that text.  [00:05:43] Jason: No, you would be dead. [00:05:45] You would actually be dead. All right. So, Now the next piece is we need to make sure we've got a person that fits that job description, right? They actually are the right personality. Well, let's talk about the three fits real quick. They have to match all three or they're not going to be a good BDM. [00:06:01] Sarah: Or it's never going to work out. And it doesn't matter if it's a BDM, an operator, a property manager, an assistant, a maintenance coordinator. It doesn't, name the role, doesn't matter.  [00:06:10] Jason: So, first, they have to be the right personality for the job or they'll never be great at it. They'll never be motivated to do it. [00:06:18] You bring in somebody to be a BDM, for example, and they're not the right personality to go out and want to talk to people and connect with people and network and that's not fun for them, they're always going to resist it. They're going to avoid it. They're going to do a bunch of time wasting stupid activities They're going to train everything else other than what really should be done, which is to go connect with people and have conversations. So they're going to be like "well I'm trying some marketing thing and i'm trying this thing and like and-"  [00:06:47] Sarah: "I sent 5,000 emails I don't know why none of them came back." [00:06:51] Jason: "We did direct mail to, like, 7,000 owners." [00:06:56] Sarah: I've heard that and it's because this is a true example. "I sent 5,000 emails." [00:07:00] Jason: Yeah.  [00:07:01] Sarah: So essentially you did nothing. That's great. Right. Good to know.  [00:07:05] Jason: Yeah.  [00:07:05] Sarah: Thank you.  [00:07:06] Jason: Lots of emails, right? So. So,  [00:07:09] Sarah: you know how many junk emails we get in a day? What happens when you get junk email? [00:07:13] Do you open it? Do you read it? Do you respond to it? No. That's what you just did to somebody else.  [00:07:19] Jason: Yeah. It lacks depth. All right. So we can get into tactics later, but they need to match the personality for the role. Which means they would love succeeding at this. They would love doing it. They would enjoy it. [00:07:32] They get some fulfillment out of it. And so that's personality fit. They need to be the right the right culture fit, which means they need to actually believe in your business and in you and in the product. They have to believe in this. You cannot sell effectively if you lack belief. And that goes for everybody on the team. [00:07:53] Like, if your operator isn't a believer in you or the business, they're not going to want or care to make sure that it runs well for you. If your executive assistant isn't, you know, a believer in you or shares your values, they're never going to do things in a way that makes you feel safe or that you trust them. [00:08:09] Cultural fit means they do it the way that you would want it done, that they share your values. The big clue we talked about this at our last jumpstart event where we had clients and somebody had a team member. And I just asked, I said, well, do you feel better when they're around? [00:08:25] Do you feel calmer when they're around? And they were like, no, I'm like, yeah, then they got to go.  [00:08:30] Sarah: He said, oh, well, a lot of our communication we do over the phone because that's better.  [00:08:36] Jason: Because there's such a high degree of conflict.  [00:08:37] Sarah: Jason says, better than what? Awful?  [00:08:40] Jason: Yeah, and then he laughed. [00:08:41] Everybody laughed in the group and he was like, well, yeah.  [00:08:44] Sarah: Well, I can't talk to this person in person. I can't be around them. Because when we're around each other, there's too much conflict. It's just too, it gets, yeah, it gets too feisty. Well, that's not good.  [00:08:55] Jason: Yeah, that means that person's not a good fit for that person for that particular client. [00:09:00] Sarah: And let's be clear. It doesn't mean that there's anything wrong with this particular person. No, it doesn't make them a bad person It doesn't mean, you know, all the they'll never succeed No, it just means that they are better suited in a different environment That's all. It means not everybody like when you're dating, you don't want to date everybody. You want to date people that you like generally and there are certain people that you like and there are certain people that you just don't mesh well. The businesses work the same way.  [00:09:31] Jason: Yeah. They've got to match your values. Because regardless you get somebody that's amazing BDM, for example, or an amazing operator for your business, they don't share your values, you'll never trust them. Like you just can't. And then the third fit is skill fit. So they have to have the skill or the ability or the intellectual capacity to learn and develop this skill quickly. And so if they don't, then you'll invest a bunch of energy into trying to train them and they're just too stupid to get it. [00:10:01] Or they just can't figure it out or maybe you hire somebody and they've got bad habits or they can't adapt. So they need to have that skill fit. They got to be all three or they're not going to be a good fit. So let's assume if we've helped them with DoorGrow Hiring, we focus on these three fits. [00:10:18] We have a whole hiring mechanism. Make sure these generally go well.  [00:10:22] Sarah: Yeah. So I can tell you, I don't think that's any of those are the problem.  [00:10:26] Jason: This person. Yeah. So in these situations, the person is the right fit. Yeah, usually that's the problem is they're not even getting the right person. [00:10:33] Most of y'all doing hiring, you're playing Russian roulette hiring and you don't have good fits.  [00:10:38] Sarah: Or it's, oh, this person had the experience and they came from such and such a Yeah, we hear that all the time.  [00:10:43] Jason: Yeah. Well, they're so experienced, and you feel uncomfortable around them and you don't trust them. [00:10:50] Yeah. So let's assume that, you know, with our clients, we've helped them find people that match the three fits. So now we're past that hurdle, that's very typical for most people, well, now, if it's not them, then who is it?  [00:11:04] Sarah: Okay. So here's where the tough love comes is. This is always my question. [00:11:08] And I'm very, very particular about what happens when you hire someone. You cannot ever hire somebody and just say, "now my problems are solved." They're not solved yet. I know it feels like you've gotten through it and now things are better and you should just be able to rely on that person. You're not there yet. [00:11:33] You will be. But you're just not, you're getting closer. You're just not fully there yet. And this is what happens a lot of times and they go, "Oh, okay, so I know I need to train this person and then I'll probably train them for like a week or two and then they'll just be good." [00:11:48] Absolutely not. So especially with a new person and it doesn't matter. Here's the other thing that I hear all the time, especially when somebody has the experience. Oh, well, you know, they have a sales background. They know how to sell. Great. They don't know how to sell for you. They don't know how to sell what you've got. [00:12:05] They don't know how to sell your values and your mission. They don't know how to sell that yet. They don't quite know. So you can take any salesperson in the universe and plug them into your business. Do they have the skill? Yes. Do they have the experience? Of course, but they still have to be trained. So having the experience does not mean "Oh, I don't have to train them," or, "oh, I don't have to train them as much." [00:12:32] You still have to train them a lot. There is a lot of training. And I hate to break it to you, but your life when you hire gets worse. So your life is bad, you know you need to hire, then you hire somebody, your life is now worse for a short period of time. The reason being is everything that you were doing, you still have to do it, and in addition, you now have to train somebody. So nothing has changed except that you just added another responsibility for yourself for the next 30 to 90 days. And there is no way around that with hiring. So if you hire and you fail the train, it is probably not going to work out. They will not get the results. [00:13:16] They will be frustrated. You will be frustrated. And at some point, you will get back into the cycle of, "Oh, well, now I guess I have to hire again." And then you live in hell forever. And it's not a good place to be.  [00:13:31] Jason: Yeah, so unless you hire somebody that is an amazing 'who,' right? There's a book called Who Not How it's a great book. [00:13:40] Unless you hire an amazing 'who,' like you bring in somebody, they're a sales trainer and an expert closer, and they've had tons of success and they can teach other people's sales, then I think, in any role, you have to assume you need an assumption that they're going to do it wrong. You have to start with that foundational assumption that they're going to do everything wrong. [00:14:01] If I hired an operator cold, they're doing it wrong, that I need them to install my operational system. If they are coming in as a salesperson in the business, I know they've been trained poorly because most sales training out there doesn't work anymore. There's a new model and a new way of selling and all the old stuff. [00:14:20] All the salesy guys that are sales trainers and sales coaches largely out there that push. Doesn't work anymore. It's outdated. And we don't push that stuff at DoorGrow. We've had to shift how we sell and we teach clients differently, even in the last year. And so my assumption is that they're going to do it wrong, but. [00:14:40] What I do assume is if they've done it well before, they have the ability to learn it. They have the ability to be a good operator. They have the ability to be a good BDM. But there needs to, you can't assume because they have done it before, that you're just going to rely on them to do it.  [00:14:56] Sarah: It's not plug and play. [00:14:58] "I hired them now they're just going to go do it and they're going to sell a bunch of stuff for me." No.  [00:15:02] Jason: Right. You're always going to be disappointed with most everybody if you come in with this assumption and they're going to feel unsupported and untrained and frustrated.  [00:15:13] Sarah: And they will inevitably either quit or get fired.  [00:15:16] Jason: Yeah, they'll go find a better situation.  [00:15:18] Sarah: No matter what, it will not work out. So here's a good moment to talk about Vendoroo.  [00:15:25] Jason: We'll talk in just a minute. We're going to talk about the onboarding and then some of the next steps that are really important. But quick word from our sponsor. If you're tired of the constant stress and hassle of maintenance coordination, meet Vendoroo, your AI driven in house maintenance expert that handles work orders from start to finish. Triaging, troubleshooting, vendor selection, and coordination built by property managers for property managers to provide cost effective and accountable maintenance operations, where every dollar is accounted for, and every task is handled with unmatched reliability Vendoroo takes care of the details so you can focus on growth. Schedule a demo today at vendoroo.ai/doorgrow and experience maintenance done right. Okay. So check them out.  [00:16:10] Sarah: Speaking of doing things right, let's talk about what happens after you hire somebody.  [00:16:15] Jason: So the next step after you hire it, it has to be onboarding. There needs to be a good transition of bringing somebody out from the wild, this untrained wild creature, getting them to be something that is going to work inside of your business and fit you and fit what you want. [00:16:33] It's onboarding.  [00:16:34] Sarah: And if you skip onboarding or if you don't have a very solid onboarding and training process, it's going to cause just so much friction because I'm sure that you can think back to a previous job that you've had back when we all had job jobs, right? Have you ever just been hired and then kind of just, it's almost like train yourself or figure it out or, well, "I'm going to train you a little bit and then the rest is up to you. Well, what do you mean? I trained you for a whole day. Now I'm done." [00:17:06] "Oh, okay. So that's it. That's all the support I'm going to get. All right."  [00:17:10] have you ever been hired and then you don't even truly know what you're supposed to do? I don't know. I'm supposed to sell stuff.  [00:17:16] Jason: So here's the challenge. Here's the challenge with this with entrepreneurs, I've been thrown into job situations where there was terrible onboarding, terrible training, but I'm an entrepreneur personality type. [00:17:27] I then innovated, figured it out. And in some situations where at a job I then quickly was put into leadership and sort of managing others. But I had initiative. I had drive, like I had adaptability and I find entrepreneurs are incredibly adaptable and they make the mistake of assuming that everybody else is like them and they're not, they're like, "well, I would just figure it out and I would just ask enough questions. And if I didn't know something, I would just like, and so you can't assume that everybody is like you, if they were like you, they wouldn't work for you. How many of you would go work for somebody now? Like, you're unemployable. Like, let's be real. You would suck as an employee, probably, right? I'm unemployable at this point. [00:18:10] I'm not going to like sit around and let somebody just tell me what to do all the time and whatever. Right. But they're not the same as you. And if they were, then they might just, you know, start a business and leave your business. Right. So they're willing, if they're willing to work for you, you need to assume that they are not the same as you and that they need to be guided. They need support. Now that doesn't mean they can't learn or they're not adaptable. That's the skill fit Don't make the assumption that they'll just wing it and figure it all out unless they're just incredibly driven and incredibly patient And they're really a strong believer in you. [00:18:45] Some of them may do that, but you don't want to lose a good person simply because they feel like you don't care or you're not invested.  [00:18:52] Sarah: So this is There's so much time that goes into hiring and this is why I say don't waste the time that you've spent trying to find the right person and screening applications and interviewing and you put a whole bunch of time and probably effort into this and now you found the person, don't waste that opportunity. [00:19:18] So you need to onboard them properly. And what does that mean? We need to make sure that they have access to all of the systems that they're going to need. And that they know all of the systems that they're going to need. So, oh, what are the tools that I use? And then, do I know how to access it? And, do I know how to use it? [00:19:36] Right? Don't just assume that they'll figure out, Oh, well, this is how I use this phone system. Train them on it. Just show them that. So, there's got to be training for those sorts of things. If they're in sales, then, well, How do I sell? How do I reach people? What am I doing? Am I just doing the fit call, figuring that out? [00:20:00] Am I doing the full pitch? Am I closing? Am I setting them up for you and then you're going to close? What exactly am I doing? So train them on every single thing that they need to know. And I know this sounds so silly, but most people do not do this. So, what do I say? What do I do? Do I have a script? Do I just make it up? [00:20:22] Where do I find people? Am I in the office? Am I driving around? Am I, like, meeting people at events? What am I supposed to be doing all day? Because I'm brand new and I know nothing. So I'm completely reliant upon you to tell me what to do. So if they don't know, don't assume that they're just going to go and figure it out for you. [00:20:44] You have to show them and they have to shadow you. So for the first 90 days, this is all training. So when you hire any person, now some of them will pick it up a little bit quicker and some of them will take the full 90 days and either way it's all right. But just in your head, tell yourself it's going to take the full 90 days, right? [00:21:07] So in that 90 days. With any position, but especially in sales, don't expect them to come in and then just start selling. Oh, wow, they closed a bunch of deals. That was awesome. That's so cool. So there's kind of a ramp up period in every position, but certainly in sales. So shadowing is very important here. [00:21:31] They need to be all over you. All the time. So you need to meet with them every day.  [00:21:40] Jason: Or whoever is the person they're learning from. Sometimes it's not going to be you, eventually. In the beginning, it's always you, right? Which leads us to, like, availability and access is huge in the beginning. Like, if a team member doesn't have access to you, or you are unavailable because you're so busy. [00:21:58] They're going to feel stuck. They're going to feel unsupported. They're going to feel fearful in what they're doing. And so they need to have availability. This morning, I got a phone call. Like a call came in through Telegram. She called me and she's like, "Hey, I'm supposed to do a triage call right now? I have a scheduled appointment, and I'm trying to load Zoom and it's saying, it's waiting for the host. And I'm supposed to be the host." And I said, Then just call them, like pick up the phone, just call them. It's a quick call anyway, but it probably has to do with maybe you're not logged in or you click the link somewhere else and it doesn't realize you're logged in. [00:22:31] It happens to me sometimes. And she said, okay, yeah, I'll just call them. You know, if she were in that situation, this is her first triage call and she's like totally stuck and I'm like unavailable and she's freaking out, then she's going to feel, you know, people go through all sorts of emotions like anger, shame, guilt, fear, like, you know, stuff like this. And so we don't want to put our team members on this emotional rollercoaster of discomfort when everything's uncertain in the beginning. So that's important. Once we get through and the onboarding period, my general rule for onboarding is 90 days, like you said, then the first the first 30, I'm usually meeting with them maybe for an hour a day and I'm highly available.  [00:23:12] Sarah: Every day. [00:23:13] Jason: Yeah. [00:23:14] Sarah: Every day.  [00:23:15] Jason: That's usually the goal. And then after that, I might the next month, maybe it's a shorter time period every day if I'm over like consistently training them like a BDM especially. But otherwise, it might be that we start backing it off to maybe meeting weekly. And then depending on the role of whether or not I'm their supervisor directly, or if they're kind of owning a piece of the business, I then might back it off in the last month or eventually for the future to meet with them monthly to support them or whatnot. Like you kind of gradually step it down and it'll be obvious because you'll be getting on calls with them and like, Hey, what else should we talk about? What else do you need to know? What other questions you have or hey, I want to make sure you know this and you're going to start to run out of ideas. And they're going to start to not need you as much. And so then it's pretty obvious. Well, okay, then I guess we'll end this early. And that's a clue. Well, maybe we don't need to meet as often now. And they'll let you know. You know, do you think we need to keep meeting all the time like this? Like, well, it is helpful, but I don't know that we need an hour, maybe 30 minutes. Okay, cool. If we could just meet 15 minutes each day so I can get unstuck on a few things. Awesome. Right. So I meet with my assistant every day for a short amount of time. [00:24:26] But they're directly responsible to help and support me on things as an operator, like you run our weekly meeting and our daily huddles. Right? And so there's different things like there's sort of a cadence of structure, even regardless. So. I think after we get through onboarding and you've got good access, good availability, they feel supported and they're succeeding, they need to be getting results. [00:24:50] So I think the next step in my mind is there needs to be accountability. So if you're letting somebody just run and it's 60 days in and they are not succeeding or getting results, like cool, how many calls has the BDM made? "I don't know." Okay. How, like, how often have you met with them? "Well, you know, not often." If there's no part of meeting with them is to create accountability. [00:25:13] Like, Hey, what are you working on today? What do you feel like is next? What are you going to be doing? And to make sure that you're guiding them towards what they should be working on. So accountability means, you know, metrics if they're a bDM.  [00:25:26] Sarah: You need to know the metrics.  [00:25:28] Jason: How many networking events have they gone to in the last week? [00:25:31] How many phone calls and outreach have they made to potential referral partners or real estate agents? How many investors have they reached out or called? Are they on top of all of the follow up tasks and deals that are in the CRM? Do you have a CRM, right? Like there needs to be accountability. So there's a record. [00:25:50] Are they keeping notes? Are they, are the calls recorded? Can you listen to their calls to help them improve? Like if there's no transparency or accountability, there's almost no likelihood that they're going to succeed. Like it's because they're not being watched. So, basically, you're sending the signal, it doesn't matter. [00:26:08] You might get somebody that's an amazing self starter.  [00:26:11] Sarah: Go figure it out. Well, shit, I don't know. I guess I'll just make it up. But then when they make a decision and now their decision is different than your decision, now, you didn't tell them what to do. They just made something up and now you're not happy with the results. [00:26:28] Jason: Yeah, and they're lacking leadership and if they're lacking in your jobs to be the leader and they're lacking leadership, then they have no accountability and they have no, there's no transparency or visibility in what they're doing. You won't know. If what they're doing is working or not working. And so they'll just keep doing what's not working. [00:26:48] Because if they still get paid either way, that's a bad situation for most team members. Most team members will continue to get paid whether or not they're really performing at an exceptional level or a decent level. And with a BDM, their compensation should be directly connected to getting results, so they should really want it. [00:27:06] But if there's no accountability or transparency in the beginning, They're probably going to do a lot of stuff that isn't working and they're going to be frustrated and they  [00:27:15] Sarah: know why it's not working  [00:27:17] Jason: Yeah,  [00:27:18] Sarah: they'll come to you and say hey like I'm doing what you told me to do. You told me to make all these calls I mean all these calls. It's not working.  [00:27:26] Jason: And this is one of the ways in which DoorGrow can assist. [00:27:29] We can assist with this, right? Like they can show up to our Wednesday coaching call if they're a BDM focusing on growth. And the BDM can come to the call and say, Hey, I'm trying to do this and I'm getting this result. It's not the outcome I'm looking for. It's not working. Cool. Maybe you need to change this. [00:27:44] Or how are you saying it? Or what are you doing? Or could you send us a call recording? So all of these things that we teach, we know work. They can work. If it's not working, then it's obvious that it must be what they're doing. They're not doing it correct. They're doing it maybe in the wrong way or maybe they're not saying the right things or maybe their tone is off or maybe They are turning people off and they sound like a telemarketer or they're creating the sales ick or the sales resistance in people by how they're approaching people and these are easy changes These are little things that are very easy to tweak or change. [00:28:22] I mean just listening to one sales call from somebody, I can give them a lot of feedback and it's like they grow so much faster and quicker. And that's one way to add some visibility or accountability into the equation. But as a business owner, you need to know their metrics. They need to have metrics and be accountable for that, right? [00:28:40] They need to know what are the leading actions that I need to be taking that are going to get the business development results? What are the daily activities that I need to be doing in order to succeed? So that's my take  [00:28:53] Sarah: for sure. And I love listening to the call recordings because then sometimes when you're in the moment and this happens to all of us, sometimes when you're in the moment, you have a certain perception of how things went and then when you go back and you listen to it later, you'll catch something that you weren't aware of in that moment. [00:29:14] So maybe it's something that they said, maybe it's something that you said, maybe you. Didn't explain something the way that they understood it, but you'll hear things that you may have missed in the moment and Especially with salespeople, this is a training opportunity. So a lot of times people go "what am I supposed to train them on? Like they know how to use the CRM? they know how to use the phone system. They know what to do. They got to just go do it." Okay? Well Are we honing in skills? Are we improving things? Or are we just saying like, "Go do it! Go make a thousand calls this week!: Okay, well, if I make a thousand shitty calls  [00:29:53] Jason: Yeah, you're just wasting energy and you're wasting your leads or your opportunities. [00:29:58] Sarah: So there's always this fine tuning that we have to do. And very rarely are people able to do it for themselves. Sometimes they can go back and listen to a call recording and then go, Oh, you know what? I'm going to improve that. But a lot of times it's really good to have two people listening to the call recording for that reason. [00:30:20] And then the last thing that I do want to talk about is what does the 30, 60, 90 day period look like? So I always tell people in their first 30 days, this is nothing but training. This is deep training, you really do need to be meeting with them every day, not when it's convenient, not when you have time, not, "oh, well, I skipped that day because this happened." [00:30:42] Every single day, every day, they need to have the correct resources, the correct knowledge, the right support, the questions need to be answered, you need to be available to them. They need to have all of this because they're brand new. So a lot of times what happens is people hire somebody and it's like a little baby bird and then they push the baby bird out of the nest. [00:31:08] The bird can't fly yet because you didn't even teach it what its wings are, right? So we can't do that yet. So in the first 30 days, really expect nothing. Really, they just need to be training. If they close something in their first 30 days, that's awesome. Great! I mean, they should be doing the activities. [00:31:27] Jason: I expect work.  [00:31:28] Sarah: Yes,  [00:31:29] Jason: I expect to actually and work like if it's to make calls, I expect them in like a BDM should be making some outbound outreach and calls right away.  [00:31:39] Sarah: Absolutely.  [00:31:40] Jason: Otherwise, how are you going to know that  [00:31:41] Sarah: if it's going to, yeah,  [00:31:43] Jason: they shouldn't just be like, just learning. So it's like, I want to get them on the phone and get them making calls. [00:31:47] Sarah: No, but in sales, let's be really clear here. Training. This is hands on training. This is like trying to say, "Hey, I need to go learn how to drive a car. But I'm never actually going to get in the car. I'm going to meet with you on Zoom or I'm going to sit with you and you're going to tell me about how to drive a car." [00:32:03] No, honey, you gotta go get in the car. So, yes, you have to actually be doing it, doing the activities.  [00:32:09] That is training.  [00:32:10] Jason: There's no amount of manuals or videos you could read or watch that would teach you how to drive a car. You have to drive the car.  [00:32:17] Sarah: Yes. So, if they close something in their first 30 days, that's awesome, that's gravy, that's a bonus. [00:32:23] But sometimes people go, "oh man, it's been 30 days and I haven't closed anything. Like, man, they must suck." They're new. They're learning so much and when you implement a new thing, you're probably not going to be very good at it. Especially a new strategy or a new way of doing sales because the way that we teach our clients to sell is different. [00:32:43] It's different. We're not hardcore closing everybody. We're not doing that. So it's, everything is different. They don't have their bearings yet. They don't even have their footing and their foundations, right? So 30 days, if they close something, that's great. But I still, I want them to be training and I want them to be doing some sort of, you know, whatever it's going to be. [00:33:04] If you have them doing events or presentations or calls or a mixture of all of them, great.  [00:33:10] Jason: There should be progress. You'll see progress. And if that's the thing you don't want to tolerate somebody being in the business for 60 days, 90 days, and you're not seeing progress or action, and you're trying to push them. [00:33:23] If you're having to push somebody to do something. Probably they're not the right personality fit. If you feel unsafe with them doing things, and it makes you uncomfortable, how they're doing things, probably not a culture fit. They're not doing it according to your values. [00:33:36] The "how" they go about doing it is different than you. If they're just not doing the right things, then that's a training issue. Or they're just not intelligent enough to learn the skill. So that's a skill fit. Okay,  [00:33:48] Sarah: so then 60 days I do want to see some progress. They might close something. [00:33:55] They still might not it depends. I can't say yes or no Oh, they should definitely close. I can't you can't say that because everybody has their own time frame, right? And investors sometimes they work on their own time frames. You can't control that but I do want to see I want to feel like things are happening, and I want to feel like, Hey, we've got some stuff in the pipeline, we've got some stuff that I feel like might close. [00:34:20] If you say, Hey, what do you have that's about to close? Do you feel like anybody's close? And they go not really. Oh... [00:34:27] Jason: are they getting appointments? Are there relationships being built? Are there deals now kind of get in the pipeline at some of the earlier stages? Like you should start to see the sales pipeline mature and build. [00:34:37] Sarah: So then 90 days they've been doing that. Now they understand everything. They know what to do. They know how to do it. They've gotten their feet wet. They've now tested things and then also made some improvements. They're like, Oh, well, when I say it like this, it doesn't work. It doesn't resonate. [00:34:53] But if I say it like this, it's better. Oh I have to switch this and this, right? Now you're making those little tweaks, those little improvements. So 90 days, they should be able to close something at this point. And same thing with the pipeline. I need to see the pipeline moving forward. I need to see more being added in the pipeline. [00:35:11] I need to see them further along in different stages in the pipeline. Things need to start kind of really moving forward at this point. And then after the 90 days, Now, you get to push the bird out of the nest, right? Now, you're a baby bird, go push him. You should now have everything that you need to be able to soar, as long as we did our job. [00:35:34] But a lot of times, I get it, it's hard, because you're running a business, and you're an entrepreneur, and you're busy, and it's crazy. And now you want me to train somebody? Yep. Yeah. Because once they are able to do it for you, now you can relax into it. But if we skip the training, what's going to happen is you're going to go, man, they're just not getting me the results. [00:35:55] Or they might get frustrated and go, man, my boss sucks. Like they don't train me on. Anything, and it's just not, it's not a good place here. I know, I'm going to leave because I know that if I don't, then I'll eventually get fired. So regardless, they're going to leave. And then you're going to have to go, God, well now I have to go hire somebody. [00:36:11] And then you're going to hire somebody. And then you're going to be in this whole hiring cycle of hell for the rest of eternity. And that's not a fun place to be. It's not. It's really painful.  [00:36:21] Jason: Yeah, a lot of people wait until they're in pain to hire instead of hiring strategically with a plan or, you know, in advance. [00:36:29] And so once you get to the place where you need a new team member, and then you hire, and now you're going to have to, you're kind of shot in the foot, and you're going to have to like go backwards time wise, like then you're in a worse spot, like that's not the ideal place to be hiring. And then later you'll create more freedom you know, eventually, but yeah, you want to make sure that you are kind of aware of your capacity and starting to like get your hiring systems, get your new hires in place in advance before you need it. [00:37:01] And this is why it's super important to make sure you're making the right decisions in the business. So we have frameworks for how to decide what you need most in the business and frameworks for how to decide what the business needs most. So you're making healthy. financial hiring decisions because making wrong decisions that way can really hurt cash flow and can, you know, especially early in the business can really be dangerous. [00:37:22] So, well, is there anything else you'd say to maybe some of our clients or people that they've gotten a new hire. It's probably a good hire and they need to make sure they're doing their onboarding and taking care of this new hire correctly.  [00:37:36] Sarah: Yeah, get it on your calendar. Don't just say you're going to do it. [00:37:40] It has to be scheduled time where it's dedicated. And also, don't half ass it. Don't be like, oh yeah, I'm going to be on the phone with Joe while I'm like over here. They know. That's not dedicated. That does not feel good. We've all been on the receiving end of something like that. So, don't make people guess. [00:37:59] Don't make them figure it out. It's not going to work out well.  [00:38:03] Jason: Alright. That's our episode for today. So I think that this should be pretty helpful for some of our clients that are getting into new hires And hopefully it was helpful for a lot of you listening if you're struggling with hiring or building your team or systems or profit, all this relates to the people system in your business. You need people, planning, and process and that's our super system. If you're needing some help with this, reach out to DoorGrow and we can take you to a whole nother level by getting helping you get these systems installed and you'll have a business that you actually enjoy being in. So until next time to our mutual growth. [00:38:42] Bye everyone. [00:38:43] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:39:10] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

THE TRUE CRIME CASE THIS STORY IS BASED ON: Matthew Hoffman, a former tree trimmer turned murderer, became known as "The Leaf Killer" after authorities discovered his gruesome crimes in 2010. Following a downward spiral involving job loss, a breakup, and prison time for arson, Hoffman's behavior grew increasingly erratic. He began spending hours in trees, stalking his neighbors, and developing a disturbing obsession with leaves. Hoffman's fixation turned deadly when he invaded the isolated home of Tina Herrmann in Mount Vernon, Ohio, murdering her, her two children, and her friend Stephanie Sprang. After dismembering their bodies, he hid the remains in a hollow tree. His house, bizarrely filled with piles of leaves, concealed 13-year-old Sarah Maynard, whom he had kidnapped and assaulted. Hoffman's capture was a result of meticulous police work, which involved tracking his purchases and analyzing security footage. Facing the death penalty, Hoffman confessed and led authorities to the victims' remains in exchange for a life sentence without parole. Sarah Maynard testified at his trial.SOURCES…https://www.ranker.com/list/matthew-hoffman-leaf-case/sonja-skaMusic provided by Alibi Music Library= = = = =(Over time links seen above may become invalid, disappear, or have different content. I always make sure to give authors credit for the material I use whenever possible. If I somehow overlooked doing so for a story, or if a credit is incorrect, please let me know and I will rectify it in these show notes immediately.)= = = = ="I have come into the world as a light, so that no one who believes in me should stay in darkness." — John 12:46= = = = =WeirdDarkness® is a registered trademark. Copyright ©2024, Weird Darkness.= = = = =Originally aired: July 01, 2024CUSTOM WEBPAGE: https://weirddarkness.com/the-tree-trimmers-terrifying-secret-unmasking-the-leaf-killer-murdernoir/

Part 2 – Guest host Sheniqua Robinson wraps up her interview with Ian Turnbull and Leona Smith from the Division of Festivals.  She then engages with Shawn Bartley, Sarah Maynard and Carter Rojas from Alliance Basketball Association as they discuss the upcoming Father's Day basketball tournament. 

Within and outside the investment management industry, there are many well-intentioned initiatives established to make a significant contribution and difference. Not as difficult to find people who have an opinion as it is to find true leaders willing to climb up and through walls. One such exceptional leader is our guest today. Sarah Maynard is Global Senior Head, Diversity, Equity, & Inclusion (DEI) at CFA Institute. Based in London, Sarah leads a global, industry-recognized portfolio of DEI programs for CFA Institute stakeholders who include CFA Program candidates, charterholders, Societies, and investment institutions, to champion the cause of greater diversity, equity, and inclusion in the investment management industry. Sarah is also responsible for internal DEI at CFA Institute, reporting to CEO & President, Marg Franklin.                   Previously, Sarah was Head of Stewardship and Client Communication at Majedie Asset Management, Director of Career Development at CFA Society of the UK, and a founder of the society's Women's Network, which she transformed into the Inclusion & Diversity Network, and which now has a membership of over 1,200 investment professionals. Sarah was also a fund manager and analyst at both an asset manager and an asset owner, for which she managed an equities portfolio of US $3.3bn. She has an MA in English Literature and Language from Trinity College, Oxford, holds the ASIP (the credential for Associates of the Society of Investment Professionals), and is an Associate member of the Chartered Institute of Personnel & Development. She currently serves on the Advisory Boards of Girls Who Invest, the National Association of Securities Professionals (NASP), Collaborative WIM, and on the CEO Advisory Council of Diversity Project North America. On today's episode, Sarah shares more about her journey, commitment to DE&I, her advice to young women entering our industry, and proudest moments.

Seizoen 5 | Aflevering 41 | Als een blad aan een boom | De ontvoering van Sarah Maynard.See omnystudio.com/listener for privacy information.

Happy late Thanksgiving to all of our amazing listeners! In today's episode, Jesse shares eerie stories from Reddit and Tessa shares the insane story of Sarah Maynard. Please check us out on Tiktok, Youtube and Instagram! That is where you can see the images we mention in each episode.

Saken om The Leaf Killer omhandler en mann med en merkelig besettelse for trær og blader, men hvordan har dette noe med true crime å gjøre? 13 år gamle Sarah Maynard og broren hennes Kody kom hjem fra skolen, i det en ukjent mann nettopp har brutt seg inn i familie-hjemmet. Før hun vet ordet av det er hun selv bundet fast og har fått bind for øynene, samtidig som moren, en familievenn og broren forsvinner. Hvor ble det av dem, og hva er Sarahs skjebne?

Arun Kelshiker, CFA and vice-chair of the CFA UK DEI committee, caught up with Natalie Gill, Head of DEI Strategy & Industry Engagement, PGIM, and Sarah Maynard, Global Senior Head, Diversity, Equity, and Inclusion, CFA Institute, about Sexism in the City - a new inquiry looking at barriers faced by women in financial services. In this conversation, they discuss what the inquiry is looking into, what it includes and why it's happening now. The discussion also picks up on what the inquiry means, the idea of gender as the universal diversifier, and the complexities in the difference between equality and equity.

Every now and then we like to read about things that are real, things that actually happened. This episode we cover a true crime story, which as a survivor as a part author. And science. We go to space, learn about what's going on out there. Five stars all around.Books Discussed:The Girl in the Leaves by Larry Maynard, Sarah Maynard, & Robert ScottAstrophysics for People in a Hurry by Neil deGrasse Tyson

Welcome to this episode of the #6 ranked stress podcast, where we explore ways to optimize stress and live a happier, healthier life.  In today's episode, Lindsay talks with Sarah Maynard, founder of The Start Effect who specializes in helping families balance their digital and offline lives. Today's conversation is about how to help teens balance social media use.Segment 1: Sarah's IntroductionIn this segment, Sarah introduces her work and shares insights on why balancing social media use is important.Segment 2: Making Conversations ComfortableSarah talks us through the the importance of creating a comfortable, open dialogue with our kids around social media use. She shares examples to illustrate the ways  openness allows us to start better conversations with our kids about social media and digital safety.Segment 3: The Power of Asking QuestionsOne of Sarah's key tips is to let kids be the experts when it comes to social media, acknowledging that they will always know more about it than their parents. When we approach conversations with this perspective, the dialogue changes and we can set informed boundaries.Segment 4: TakeawaysIn this final segment, Sarah shares practical advice for listeners to implement today to improve conversations around social media use and balance real world interactions with digital interactions.Conclusion:Thanks for tuning in to this episode of the Stress Nanny podcast. If you enjoyed this episode, please subscribe, rate the podcast here, or review us on your favorite podcast platform. And don't forget to join us next time as we explore more ways to optimize stress and live a happier, healthier life.Sarah Maynard is the founder and CEO of THE START EFFECT. She helps people understand the impact the digital world has on their offline lives and find balance between online and unplugged so that they can live a safe, healthy, and intentional life in both worlds. Sarah is a passionate storyteller and lifelong learner. She has worked with kids for almost 20 years and she is a children's book writer and illustrator and digital marketing communications strategist. Her big current project is helping teens become published authors and teaching them how to use digital marketing to their benefit. You can find Sarah at:www.thestarteffect.com http://instagram.com/thestarteffect/ www.teenswritebooks.comLindsay Miller is a kids mindfulness coach, mindfulness educator and  host of The Stress Nanny Podcast. She is known for her suitcase tricks  and playful laugh. When she's not playing catch with her daughter or  rollerblading on local trails with her husband, you can find her using  her 20+ years of child development study and mindfulness certification  to dream up new ways to get kids excited about deep breathing. Having  been featured on numerous podcasts, platforms and publications,  Lindsay's words of wisdom are high impact and leaLindsay Miller is a distinguished kids mindfulness coach, mindfulness educator and host of The Stress Nanny Podcast. She is known for her suitcase tricks and playful laugh. When she's not playing catch with her daughter or rollerblading on local trails with her husband, you can find her using her 20+ years of child development study and mindfulness certification to dream up new ways to get kids excited about deep breathing. Having been featured on numerous podcasts, platforms and publications, Lindsay's words of wisdom are high impact and leave a lasting impression wherever she goes. To sign up for Lindsay's "Calm & Collected" Newsletter click here.

“I just know it, there's something wrong with my kids” -- On November 11th 2010, cops enter Tina Hermann's home after receiving a 911 call from her manager Valerie, who reported how unusual it was for her to miss a day's work without telling anyone. The house is empty, and Tina and her entire family are gone: a suspicious scene reveals bloodstains, motor oil, a Walmart receipt, a missing car, but most shockingly, a women-size shoe print leaving the home, meaning someone walked out of there, alive, and as the community begins to hunt for the missing family, time is running out for Sarah, who is now trapped in ‘the house of leaves.' You can donate for Sarah's ‘Healing Hearts Memorial Fund' here: https://fairfieldcf.fcsuite.com/erp/donate/create/fund?funit_id=1199 External footage from: Lost in the Leaves: Interrogation RAW (A+E Networks), "Young, Innocent, and Held Captive" (OWN - Dr.Phil), "Saving Sarah" (WBNS: 10TV News), "Sarah: The Abuse Continues" (MSNBC: Today Show), "The Jayme Closs Case" (Lifetime: Smart Justice)

TW/CW: CSA, Death of Child, Death of DogIn this very bizarre case, a man kidnaps a 13 year old girl. The police arrive at her home and find it covered in blood. Four people, including 13 year old Sarah Maynard, are missing. When clues lead to the home of Matthew Hoffman, what they find is almost beyond belief. Check out our discord, Patreon, soap, and much more here: https://linktr.ee/cruelteaSupport the show

Navigating the online world, managing a personal brand in a way that makes you feel better, and finding a balance between being online and unplugged sounds like a lot but Sarah breaks it down for us in less than 30 minutes! The online world is becoming a bigger and bigger part of our lives. How do you find the balance between online and unplugged? How do you manage your digital presence so it helps create the best, truest impression of you? How do we prepare the next generation to navigate cyberspace in a safe, healthy, and beneficial way? Sign up for The Start Effect Bulletin today! Sarah is the CEO, Founder & Educator of The Start Effect. Learn more about Sarah and work with her for your branding needs! DID YOU KNOW?  AD Break #1: Grab all your ⁠FAMOLOGY luxury lounge & sleepwear for the whole family⁠, this New Year! Resources: Schedule a ⁠strategy meeting with Favour Obasi-ike today⁠ and let's get your marketing plan started correctly at your earliest convenience. Click ⁠here⁠ for more information ℹ️ More Resources: Listen to ⁠We Don't PLAY podcast⁠ on ⁠wedontplaypodcast.com⁠ Connect with Favour Obasi-ike ⁠here⁠: ⁠https://zaap.bio/flaevbeatz⁠ Rate this Podcast: ⁠https://ratethispodcast.com/wedontplay⁠ ⁠Visit our Official Website for your Digital Marketing & SEO needs⁠: ⁠https://www.playinc.online ⁠We Don't PLAY has a premium podcast show for as low as $5/mo to get access to all Clubhouse & LinkedIn audio replays. Click here to subscribe now!⁠ --- Send in a voice message: https://podcasters.spotify.com/pod/show/wedontplay/message

Murders and Mayhem of Matthew Hoffman “The Leaf Killer” | Weird True CrimeTina Herrmann, her kids Kody and Sarah, and family friend Stephanie Sprang were going about their normal routines on November 10, 2010, when things were turned upside down. With the intention to burglarize their home, Matthew Hoffman snuck in when the family left for the day, only to be surprised when Tina returned early. A simple burglary quickly turned into a triple murder and kidnapping with a creepy twist. These are the true crimes of Matthew Hoffman, a.k.a “The Leaf Killer”Website: www.weirdtruecrime.comInstagram: www.instagram.com/weirdtruecrimeEmail: weirdtruecrime@gmail.comPodcast Production: Dustin James djaudio22@gmail.comMember of the Darkcast Network: https://www.darkcastnetwork.com/Sources:https://criminalminds.fandom.com/wiki/Matthew_Hoffmanhttps://www.alittlebithuman.com/matthew-hoffman-the-leaf-killer/http://murderpedia.org/male.H/h/hoffman-matthew.htmhttps://www.seattletimes.com/nation-world/ohio-women-boy-stabbed-and-dismembered/https://www.10tv.com/article/news/knox-county-killer-i-did-not-know-single-one-them/530-bce26d0a-7feb-48d0-82c5-40901a730740https://www.okaybliss.com/tina-herrmann-story/https://www.alittlebithuman.com/matthew-hoffman-the-leaf-killer/https://www.youtube.com/watch?v=NJzYZp5OclYhttps://www.dailymail.co.uk/news/article-1359523/Teenager-abducted-raped-family-killed-talks-ordeal-time.htmlhttps://www.dispatch.com/story/news/2011/02/07/excerpts-from-matthew-hoffman-s/23536601007/https://www.police1.com/close-quarters-combat/articles/beyond-the-baton-5-forgotten-police-weapons-2A4MveWTb86tRC3d/#:~:text=The%20sap%2C%20slapper%2C%20or%20blackjack,concealed%20inside%20an%20officer's%20pocket.https://abcnews.go.com/TheLaw/hoffman-pleads-guilty-gruesome-ohio-killings-abduction/story?id=12555832https://www.sandiegouniontribune.com/sdut-son-no-hate-after-moms-body-found-in-ohio-tree-2010nov19-story.htmlhttps://www.oxygen.com/twisted-killers/crime-news/why-matthew-hoffman-is-known-as-leaf-killerhttps://www.morbidtourism.com/locations/id/61e1acee61629900180a93ebhttps://www.morbidtourism.com/locations/id/61e1ac5461629900180a93e9https://www.healthline.com/health/dendrophiliaThis show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/5679751/advertisement

It's Sara's turn! And Kristens crying again.. The tragic murders of Kody Maynard, Tina Herrmann and Stephanie Sprang shook the town of Apple Valley, Ohio to its core. And when it's realized that 13-year-old Sarah Maynard is alive and missing the desperate search for her and the killer is on. CONTENT WARNING: Today's case involves children, sexual assault. If you or someone you know needs help please contact: Missing and Abducted Children. Child Find of America, Inc. Phone: 1-800-I-AM-LOST (1-800-426-5678), or National Center for Missing & Exploited Children. Phone: 1-800-THE-LOST (1-800-843-5678) Rape and Sexual Abuse. Rape, Abuse & Incest National Network. Phone: 1-800-656-HOPE (1-800-656-4673) Be sure to follow us at: Twitter: @rarwpodcast Instagram: @rarwpodcast Contact us at: E-mail: redrumandredwinepodcast@gmail.com All music written and produced by: Savasas savasas | Free Listening on SoundCloud

This upcoming week is Global Unplugging Day in which people around the world will “unplug” from technology. So how can you help the young people unplug? And how can you help them self-regulate their personal devices? Listen in to this episode of the Puberty Prof podcast in which Sarah Maynard explains the need to talk with young people about technology communication. Sarah is the person behind “The Start Effect” and mom to four children. In addition to summarizing current happenings with online technology, Sarah provides recommendations for parents and other caregivers on how to monitor and communicate with your children about being unplugged, including creating a “contract” to help with the self-regulation of using personal devices. To find out more about Sarah and gain access to the Digital Device Agreement discussed in this episode, check out her website at: www.thestarteffect.com To watch this episode on the Puberty Prof's YouTube channel here For further help: download the TALK Puberty app, click here purchase the book, Common Questions Children Ask About Puberty, click here. purchase the Puberty Chit Chat Cards, click here. See omnystudio.com/listener for privacy information.

My guest is Sarah Maynard. Sarah is the founder and CEO of THE START EFFECT, a digital presence educational consulting company that teaches how to navigate the digital world and manage an online presence in a safe, healthy and beneficial way.  Sarah is a passionate storyteller and lifelong learner. She has worked with kids for almost 20 years and she is a children's book writer and illustrator and digital marketing communications strategist.Download Sarah's Digital Presence Audit Worksheet as promised: https://www.thestarteffect.com/digital-presence-audit- worksheet.htmlSarah's Website: https://www.thestarteffect.com/You can download my three part interview with Sarah, as well as, download previous broadcast at:  https://fearlessparenting.buzzsprout.com  or Share my podcast site with others by clicking on (or copy and past into your browser) the following link:  https://fearlessparenting.buzzsprout.com/shareGet your copy of Stan's book FearLESS Parenting at: https://tinyurl.com/FearLESSly-Parenting. Free Parental Resource From FearLESS Parenting: https://www.dropbox.com/t/IGL3ELKRb5QCOn1i Get your copy of Stan's book FearLESS Parenting at: https://tinyurl.com/FearLESSly-Parenting. Free Parental Resource From FearLESS Parenting: https://www.dropbox.com/t/IGL3ELKRb5QCOn1iAlso, please, please check each podcast episode's description to see my guest host links!God Bless!!!

My guest is Sarah Maynard. Sarah is the founder and CEO of THE START EFFECT, a digital presence educational consulting company that teaches how to navigate the digital world and manage an online presence in a safe, healthy and beneficial way.  Sarah is a passionate storyteller and lifelong learner. She has worked with kids for almost 20 years and she is a children's book writer and illustrator and digital marketing communications strategist.Download Sarah's Digital Presence Audit Worksheet as promised: https://www.thestarteffect.com/digital-presence-audit- worksheet.htmlSarah's Website: https://www.thestarteffect.com/You can download my three part interview with Sarah, as well as, download previous broadcast at:  https://fearlessparenting.buzzsprout.com  or Share my podcast site with others by clicking on (or copy and past into your browser) the following link:  https://fearlessparenting.buzzsprout.com/shareGet your copy of Stan's book FearLESS Parenting at: https://tinyurl.com/FearLESSly-Parenting. Free Parental Resource From FearLESS Parenting: https://www.dropbox.com/t/IGL3ELKRb5QCOn1i Get your copy of Stan's book FearLESS Parenting at: https://tinyurl.com/FearLESSly-Parenting. Free Parental Resource From FearLESS Parenting: https://www.dropbox.com/t/IGL3ELKRb5QCOn1iAlso, please, please check each podcast episode's description to see my guest host links!God Bless!!!

My guest is Sarah Maynard. Sarah is the founder and CEO of THE START EFFECT, a digital presence educational consulting company that teaches how to navigate the digital world and manage an online presence in a safe, healthy and beneficial way.  Sarah is a passionate storyteller and lifelong learner. She has worked with kids for almost 20 years and she is a children's book writer and illustrator and digital marketing communications strategist.Download Sarah's Digital Presence Audit Worksheet as promised: https://www.thestarteffect.com/digital-presence-audit- worksheet.htmlSarah's Website: https://www.thestarteffect.com/You can download my three part interview with Sarah, as well as, download previous broadcast at:  https://fearlessparenting.buzzsprout.com  or Share my podcast site with others by clicking on (or copy and past into your browser) the following link:  https://fearlessparenting.buzzsprout.com/share Get your copy of Stan's book FearLESS Parenting at: https://tinyurl.com/FearLESSly-Parenting. Free Parental Resource From FearLESS Parenting: https://www.dropbox.com/t/IGL3ELKRb5QCOn1iAlso, please, please check each podcast episode's description to see my guest host links!God Bless!!!

Well, looky who's back on schedule! Hey Creeps! Katie is at it again, and with a special sub in co-host Mama Jerri, as they dig into part two of Matthew Hoffman a.k.a. The Leaf Killer. In this conclusion episode, Katie & Mama Jerri talk about the abduction of 13 year old Sarah Maynard and the horrors she endured while held captive by Hoffman. They also look into the discovery of Hoffman as the suspect and the spectacle that was his entire home. But don't worry creeps, this tale has a happy ending, with some twist and turns along the way. PLUS, Katie cant seem to get her speech together and we got some wild side stories for you. Tis the Season to Be Creepy! And this episode is sure to leave you with a case full of season greeting creeps.

Sarah Maynard is the founder and CEO of THE START EFFECT. She helps people understand the impact the digital world has on their offline lives and helps them find balance between online and unplugged so that they can live a safe, healthy, and intentional life in both worlds. Sarah is a passionate storyteller and lifelong learner. She has worked with kids for almost 20 years and she is a children's book writer and illustrator and digital marketing communications strategist. Her big current project is helping teens become published authors and teaching them to use digital media to their benefit. In this episode, Sarah and I discuss: How to manage being online without burning out. What we should, and shouldn't, be sharing online. How to find balance between being online and unplugged for yourself and your family.  Ways to get your kids to talk about what they are doing online. The positives and negatives of being online. How to manage your digital presence so it helps create the best, truest impression of you. How to prepare our children to navigate cyber space in a safe, healthy, and beneficial way. Connect with Sarah: Instagram, LinkedIn, and at Teens Write Books Resources mentioned in this article: Heartless by Marissa Meyer Connect with me: Instagram: https://www.instagram.com/the.motherhood.village1/   Website: https://www.themotherhoodvillage.com/ Liked this episode? Leave a review and rating at: https://podcasts.apple.com/us/podcast/the-motherhood-village-podcast/id1487274178  Have a topic or guest you'd like to see on The Motherhood Village podcast? Send recommendations to: themotherhoodvillage1@gmail.com 

This week we meet Sarah Maynard. Sarah is the founder and CEO of THE START EFFECT. She helps people understand the impact the digital world has on their offline lives and find balance between online and unplugged so that they can live a safe, healthy, and intentional life in both worlds. Sarah is a passionate storyteller and lifelong learner. She has worked with kids for almost 20 years and she is a children's book writer and illustrator and digital marketing communications strategist.Read the latest blog here:  https://www.earringsoff.com/post/flu-prevention-strategies Marketing and Social Media Strategist:   Tyresa Oluyide Theme song:                                                               D-Techneekz Logo Design:                                                               Claire Ritter Producers:                                                                   Lou Ali and Teresa Vaughan

Sarah Maynard shares some easy to implement tips to help you reduce the use of digital devices in your home. Biography Sarah Maynard is the founder and CEO of THE START EFFECT. She helps people understand the impact the digital world has on their offline lives and find balance between online and unplugged so that they can live a safe, healthy, and intentional life in both worlds. Sarah is a passionate storyteller and lifelong learner. She has worked with kids for almost 20 years and she is a children's book writer and illustrator and digital marketing communications strategist. Get more of Sarah at https://www.thestarteffect.com/challenge.html How can I help? Go to: flowcode.com/p/1v3hLWFG5?fc=0 --- Support this podcast: https://anchor.fm/theresa-alexander-inman/support

This week is all about the digital world and how we are navigating it with our children. Join me and my guest, Sarah Maynard, mother and Founder/CEO of THE START EFFECT. Her company focuses on children and understanding the impacts the digital world has on their offline lives. Sarah's mission is to identify an optimal balance between online activity and being properly unplugged so they can live a safe, healthy, and intentional life in both worlds. Sarah shares the pros and cons of this digital time and discusses the five red flags we need to teach our kids to interact safely and smartly. Join us on our Facebook group at facebook.com/groups/reallifemomz/ so we can continue to discuss this important topic. Resources: Common Sense Media: https://www.commonsensemedia.org/ The Start Effect: https://www.thestarteffect.com Real LIfe Momz: https://www.reallifemomz.com/ It takes a lot of caffeine to keep up with kids, so if you would like to support the Real Life Momz Podcast, please buy us a cup of coffee at https://www.buymeacoffee.com/reallifemomz --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/reallifemomz/support

This weeks episode covers the murder of Tina Hermann, Stephanie Sprang, Kody Maynard and the kidnapping of Sarah Maynard by The Leaf Killer AKA the trash bag named Matthew Hoffman. This was a tough case but we powered through for one of our favorite Pepperoni Patroni's. Buckle up because this is disturbing.dendrophiliahttps://murderpedia.org/male.H/h/hoffman-matthew.htmcb3cc639-9089-3c72-ba57-14ef88d83438https://www.alittlebithuman.com/matthew-hoffman-the-leaf-killer/Matthew Hoffman (murderer) - Wikipediahttps://en.wikipedia.org › wiki › Matthew_Hoffman_(m...Matthew Hoffman | Criminal Minds Wiki - Fandomhttps://criminalminds.fandom.com › wiki › Matthew_H...PreviewPreview57:52Matthew Hoffman FULL UNEDITED Interrogation - Day 1, Part ...YouTube · Sword and Scale57 minutes, 52 secondsNov 18, 2021PreviewPreview23:33Matthew Hoffman and his House of LeavesYouTube · That Chapter23 minutes, 33 secondsMar 22, 2022Support the showAs always we want to thank each and every one of you for the continued support! If you haven't done so already please follow us on Facebook and Instagram. We would also LOVE if you would write us a review on apple podcasts! XOXO,Ashley & Sierra CLICK HERE⤵️⤵️⤵️https://linktr.ee/weeklydoseofwicked?utm_source=linktree_prof...

"Welcome to the Wellbeing and Career World Podcast, I am delighted to be chatting with the founder of THE START EFFECT, is a passionate storyteller and lifelong learner. She has worked with kids for almost 20 years in after-school programs, mentoring programs and as a children's book writer and illustrator as well as a kids yoga instructor. Sarah received her masters in Digital Marketing Communications from West Virginia University in 2021, she is the ARA of SCBWI Pennsylvania: West, and the President of the Pittsburgh Chapter of IAW. After living in New York, Vermont, Virginia, Texas and Maryland, Sarah now lives in Pittsburgh, PA with her husband, their four kids, two dogs, and books in every room. When she's not writing, drawing, or getting digital, Sarah loves hitting the water on her stand up paddle board, practicing her ukulele, trying out a new recipe in the kitchen, or finding zen on her yoga mat. On today's podcast, we will be chatting about Digital Wellness A warm welcome to the podcast Sarah Maynard   Sarah answers some of the questions asked below during the podcast or answers questions as part of the conversation.   I gave a brief introduction about your background, Can you let listeners know more about your background?  Sarah, can you explain the role of Digital Marketing? I want to be neutral with this question, but what are the positives and negatives in your own opinion of social media etc? Is what we see on social media a false reality of the life we want and dream of? We rarely see the negatives on social media, its usually an individual with a great life, car, physique, food, holidays etc, Why do you think we are so focused on this and not the reality? What are some of the steps needed to achieve Digital wellbeing? What is Digital Wellbeing? Sarah, how do we know whats real in the media these days? What are the ways of managing this?  Can you explain the 3R challenge?  What services do you provide and where are you on social media?   Get in touch with Sarah here: Website: https://www.thestarteffect.com/ Store: https://www.thestarteffect.com/store.html Facebook: https://www.facebook.com/thestarteffect Instagram: https://www.instagram.com/thestarteffect/   Disclaimer: This podcast and website represents the opinions of Wellbeing and Career World and our guests to the show and website.  The content here should not be taken as medical advice, financial advice, career advice, Life coaching, sports coaching, and is for informational purposes only, and because each person is so unique, please consult your healthcare professional for any medical questions or Aviation/Aerospace Employer, Employer, lawyer Regulator, organization for questions related to you. Views and opinions expressed in the podcast and website are our own and do not represent that of our places of work. While we make every effort to ensure that the information we are sharing is accurate, we welcome any comments, suggestions, or correction of errors.   Privacy is of utmost importance to us. This website or podcast should not be used in any legal capacity.  No guarantee is given regarding the accuracy of any statements or opinions made on the podcast or website. In no way does listening, reading, emailing or interacting on social media with our content establish a, coaching session, employment interview, wellbeing advice, employment advice, doctor-patient relationship. Wellbeing and Career World is based in Dublin, Ireland. If you find any errors in any of the content of this podcast or blogs or would like to get in contact , please send a message to wellbeingandcareerworld@gmail.com This podcast is owned by "Wellbeing and Career World Podcast” If at any time you want to play or stop the podcast, it is at your own discretion. The podcast may contain conversation or opinions you may find unsuitable or against your opinions or beliefs, if you feel you may be uncomfortable, stressed, anxious, worried, concerned, upset, insulted by any of the podcast, we recommend you do not listen to the podcast.

Sarah Maynard, Founder, CEO The Start Effect, helps people understand the impact the digital world has on their offline lives, find balance between online and unplugged to live safe, healthy, intentional life in both worlds. Sarah has worked with kids for almost 20 years, a chid book writer, illustrator, digital marketing communication strategist. Shares how do we teach Our Kids to Navigate the Online World. www.thestarteffect.com

Sarah Maynard is here with me today to talk about the digital world and your kids. She lays out some of the “shoulds” and “should-not” of what your children are sharing online and highlights the important fact, that once it is out there, it is never going away. Sarah is very informative on how to have the foundational conversations early on with your children so that when it comes to the harder stuff the digital world has to offer you can approach those together. Join Heather and Sarah as they talk all things digital.   Do not miss these highlights: 01:30 – Topic for today: The digital world and your kids 03:30 – The number one thing for parents to know 09:25 – What your kids should/should not be sharing online 13:49 – Once it's out there, it's never going away 14:11 – The effect of the digital world on college applications 19:42 – Knowing each app's privacy settings 20:18 – Conversations with kids about what they really want from this app 21:39 – The internet and LGBTQ+ 25:13 – Empowering our children to say no or unfollow 26:21 – Positives of taking a break from social media 34:00 – Modelling social media use for our kids 39:00 – Interpersonal relationships 45:55 – New question and answer segment   Work with Heather: Have a question for Heather? Call 847-448-1212, leave a message, and tune into future episodes to hear her answer!!   https://chrysalismama.com/work-with-me/ (https://chrysalismama.com/work-with-me/)   About our guest: Sarah Maynard is the founder and CEO of THE START EFFECT, a digital presence educational consulting company that teaches how to navigate the digital world and manage an online presence in a safe, healthy, and beneficial way. Sarah is a passionate storyteller and a lifelong learner. She has worked with kids for almost 20 years and she is a children's book writer and illustrator and digital marketing communications strategist. https://www.thestarteffect.com/challenge.html (https://www.thestarteffect.com/challenge.html) Sign up for a week-long digital mindfulness challenge to help you Rest, Recharge, and Restart! The challenge starts in august so get on the list now so you don't miss anything! Questions Sarah is Always ready to Answer: What should and shouldn't we be sharing online? How do I find a balance between being online and unplugged? Why do I need an exit strategy online and how to create one? What is a digital audit and why is it important? What is a digital detox and how do I do one? How do I get my kid to talk to me about what they are doing online? How do I get my teen to get off their phone? What are the positives of my kid being online? Why is a ban on digital devices, not the answer when my kid "messes up" online? How do I keep my kids safe online? Links in question and answer segment: www.hrc.org https://www.pflag.org/ (www.pflag.org) https://pewresearch.org/ (pewresearch.org) https://justfacts.votesmart.com/ (justfacts.votesmart.com) https://allsides.com/ (allsides.com)  

Matthew John Hoffman is a convicted murderer, arsonist, rapist, and kidnapper that committed his biggest crimes on November 10, 2010 when he murdered 3 people, dismembering them and hiding them in a hollow part of a tree, and kidnapped 13 year old, Sarah Maynard. He held her hostage for four days on a bed of leaves in his basement until he was caught. Join me as I tell the story of Matthew's crimes. OG Release Date: 12/07/2019 Sources: Toledo Blade Dispatch.com ABC News (2011, February 9) Criminal Minds Encyclopedia Murderpedia Scare Street Dispatch.com (2013, May 21)

Join us as we dig into the book "The Girl in the Leaves" by Robert Scott and explore the grisly triple murder of Tina Herrmann, Kody Maynard, and Stephanie Sprang as well as the kidnapping and rape of Sarah Maynard. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

TW: Graphic violence/SA/DV/SuicideOn today's edition of ITT, Max is surprising Danielle with a true crime case.On November 10th, 2010 Tina Herrmann misses her shift at the local Dairy Queen in the tight-knit town of Mount Vernon, Ohio. Her two children and best friend are also reported missing and the search is on for all four - Tina Herrmann, Kody Maynard, Sarah Maynard and Stephanie Sprang. The details that are uncovered are horrific, harrowing, and chilling to the bone.This podcast is brought to you by betterhelp.com. Go to Betterhelp.com/itt to save 10% off your first month of therapy.********************************************************************************Max is drinking Taken. Buy it here: https://www.takenwine.com/#www.crisistextline.org/ as our resource today. Text HOME 741741 or Go to www.crisistextline.org/ today to get help, share, volunteer or donate.Check out our merch!! → https://shop.hurrdatmedia.com/collections/innocent-til-tipsyReach out to ITT about questions, cases, etc. → sausha@hurrdat.comFollow Innocent Til Tipsy:Instagram: https://www.instagram.com/innocenttiltipsy/TikTok: https://www.tiktok.com/@delloliodFacebook: https://www.facebook.com/innocenttiltipsyTwitter: https://twitter.com/TilTipsyPodA Hurrdat Media Production. Hurrdat Media is a digital media and commercial video production company based in Omaha, NE. Find more podcasts on the Hurrdat Media Network and learn more about our other services today on: https://hurrdatmedia.comSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

When we left off in part one, Matthew Hoffman had tied Sarah Maynard up so that he could take a nap after brutally killing three of her loved ones. Part two picks up with Matthew clean up the scene while keeping Sarah locked in his cold, dark basement where she was left to sit on a makeshift bed made from, you guessed it....leaves. While Matthew was working on the rest of his plan, like burning down the home, the police were working behind the scenes and luckily able to rescue Sarah.  Case begins at 11mins 30 seconds because we had a philosophical discussion about not letting toxic shit into your bubble. We understand some people may want to skip! :) Check out this amazing book about the case! The Girl in the Leaves by Robert Scott Also, check this out ;) ***US WEIRDOS Pre-Order The Butcher and the Wren: Here ***** ***UK WEIRDOS Pre-Order a SIGNED copy of The Butcher and the Wren from Waterstones!!*** Donation link for Tina Rose B. Hermann and Kody Alexander Maynard Healing Hearts Memorial Fund  As always, thank you to our sponsors: Betterhelp: Morbid listeners get 10% off their first month at BetterHelp.com/MORBID Best Fiends: Download Best Fiends for FREE from the App Store or Google play. Liquid IV: Grab Liquid I.V. in bulk nationwide at Costco or you can get 25% off when you go to LIQUIDIV.COM and use code MORBID at checkout. Canva: Right now, you can get a FREE 45-day extended trial when you use my promo code! Just go to Canva.me/morbid to get your FREE 45-day extended trial. Blueland: Right now, you can get 20% off your first order when you go to Blueland.com/MORBID

In this episode of the In Conversation podcast series, Alan Livsey, CFA, is joined by Sarah Maynard, ASIP Global Head of External Diversity, Equity, and Inclusion (DEI) at CFA Institute, to discuss the launch of a new DEI code in the US and Canada earlier this year. The code has been designed to drive the industry DEI agenda forward and define key principles for firms to implement. Helping those from underrepresented communities looking to enter the industry, and afford opportunities to those already in it to build a more inclusive investment profession.

Matthew John Hoffman was a strange guy. He was in a constant flux of being a quiet, yet unassuming guy to then having bouts of strange and off-putting behavior. It was his love of trees that gave him comfort and seemed to keep him settled at times, but on November 9, 2010 he broke into a quiet home in Apple Valley, Ohio, brutally taking the lives of Tina Hermann, her 11 year old son Kody and her best friend Stephanie Sprang, before leaving with 13 year old Sarah Maynard in his clutches.  Soon, Hoffman's obsession with trees would become the defining piece of this killer's pathology. In Part 1, we discuss his puzzling history, the lives of Tina, Kody and Stephanie, and the house of horrors he brought Sarah back to.  Check out this amazing book about the case! The Girl in the Leaves by Robert Scott ***US WEIRDOS Pre-Order The Butcher and the Wren: Here ***** ***UK WEIRDOS Pre-Order a SIGNED copy of The Butcher and the Wren from Waterstones!!*** HelloFresh: Get sixteen free meals, plus three gifts, with code morbid16 at HELLOFRESH.com/morbid16 Warby Parker: Try 5 pairs of glasses at home for free at warbyparker.com/morbid Prose: Take your FREE in-depth hair consultation and get 15% off your first order today by going to Prose.com/morbid Solo Stove: Just go to solostove.com and remember, you get $20 off when you use promo code MORBID! CareOf: For 50% off your first Care/of order of $40 or more, go to TakeCareOf .comand enter code morbid50

The investment industry is facing a cultural shift as diversity, equity, and inclusion (DEI) become crucial elements in attracting and retaining talent, whoever it comes from. Josina introduces Sarah Maynard, Global Head, External Diversity, Equity, & Inclusion at CFA Institute. She recognizes that an organization with an inclusive culture results in better investor outcomes, and is a better place to work. To lead the industry in this direction, CFA Institute has developed a voluntary code to guide DEI, beginning in the United States and Canada.

How do we teach our kids (and ourselves!) to manage technology in our lives. Learn some things you may not have considered in this interview with Sarah Maynard.

This episode finds Karen in the kitchen, baking up delicate Lemon Lavendar Sable Cookies from http://www.casualfoodlist.com. Both cases this week come out of the state of Ohio. Anne describes the story of sweet, retiree Barbara Howe, in Hamilton, OH. Karen unpacks the harrowing tale of survivor Sarah Maynard and what happened to her family in Mt. Vernon, OH. #cookingwithlavendar #lemoncookies #isanyonelistening #karendevanie #annevarner #sugarcoatedmurderpodcast Anne's sources: https://www.journal-news.com/news/local/jury-finds-daniel-french-guilty-barbara-howe-murder/OTwGDEC5IRos8n6wGWDzSO/ "Murder at Mt. Pleasant--From Case to Conviction" by Michael T. Gmoser, Butler County Prosecutor Karen's sources: Matthew Hoffman's House of Leaves (morbidtourism.com) Missing Ohio Family Prompts College Lockdown, Search - ABC News Sarah Maynard's Missing Family Members Likely Killed, Police Say - ABC News (go.com) Updated: Kidnapped Ohio girl found bound; no word on 3 others - cleveland.com Ohio city consumed by search for missing family | Fox News 3 Bodies found in Ohio are kidnap victim Sarah Maynard's missing mother, brother, friend - New York Daily News (nydailynews.com) Missing Ohio Trio Were Stabbed to Death; Bodies Found Stuffed in Hollowed Out Tree - ABC News Sarah Maynard, girl kidnapped by killer in Mount Vernon, speaks out - cleveland.com A Kidnapping Survivor's Story | Missing & Unidentified People (wordpress.com) Matthew Hoffman | Murderpedia, the encyclopedia of murderers Matthew Hoffman | Criminal Minds Wiki | Fandom Father, stepmother charged with assaulting Knox County kidnap victim (dispatch.com) Former Knox Co. Sheriff died from apparent self-inflicted gunshot wound | 10tv.com https://www.linkedin.com/in/sarahdmaynard

Vi har tyvärr blivit sjuka och kan därför inte lägga ut ett avsnitt som är helt nytt för er alla den här veckan. Men då vi inte vill lämna er utan något alls så har vi fattat ett beslut. Vi släpper istället den här veckan det allra första avsnittet som vi släppte på Patreon här på Acast. Men skynda dig att lyssna – avsnittet ligger bara uppe till den sista november innan det igen blir helt exklusivt på Patreon.13-åriga Sarah Maynard kommer den 10:e november 2010 hem från skolan när hon upptäcker en blodfläck innanför ytterdörren. ”Mamma” ropar hon. Men det är inte hennes mamma som kommer springandes genom hallen utan en stor man med kniv. Varför kidnappar han henne och vad har han gjort med hennes familj?Michael Hughes är bara 6 år gammal när ett monster med pistol kommer och kidnappar honom i skolan. Men det ska visa sig att Michael inte är det första barnet som den här mannen har tagit. Fall: Sarah Maynard & Michael Hughes Länk Patreon: https://www.patreon.com/spoktimmen Musik”RequiemDemo (Horror)” av ianchenmusic”Comeout and play” av DesperateMeasurezcreativecommons.org/licenses/by/3.0/KontaktInstagram:@spoktimmen@linnkarolina@jennyborg91 Facebook: Spöktimmen Mail: spoktimmenpodcast@gmail.com See acast.com/privacy for privacy and opt-out information.

In 2010, a 30-year-old man turned criminal in Ohio set off on a sinister path of destruction. After hiding in a tree while he stalked a local family of 3, he went on a murderous rampage and held one of them hostage. From revealing surveillance footage, a hollow tree hiding spot, and a house full of leaves, this case proves to be one of the strangest we've covered. This is the story of Matthew Hoffman. And it's also the story of Tina Herrmann, Stephanie Sprang, and Kody and Sarah Maynard. BONUS EPISODES patreon.com/goingwestpodcast CASE SOURCES https://www.dispatch.com/article/20101121/news/311219718 https://murderpedia.org/male.H/h/hoffman-matthew.htm https://www.dispatch.com/article/20110209/NEWS/302099677 https://www.toledoblade.com/State/2010/11/21/Central-Ohio-murder-suspect-known-as-loner-who-took-risks.html https://www.10tv.com/article/news/knox-county-killer-i-did-not-know-single-one-them/530-bce26d0a-7feb-48d0-82c5-40901a730740 https://criminalminds.fandom.com/wiki/Matthew_Hoffman https://www.cantonrep.com/article/20110222/NEWS/302229924 https://scarestreet.com/matthew-hoffman/ https://nypost.com/2010/11/20/slain-ohio-family-were-stabbed-to-death/ https://www.websleuths.com/forums/threads/oh-matthew-hoffman-victims-found-in-a-tree-apple-valley-media-links.119851/ https://www.dispatch.com/article/20101112/NEWS/311129654 https://www.dispatch.com/article/20101119/NEWS/311199718 https://www.sandiegouniontribune.com/sdut-4-missing-from-ohio-home-truck-found-near-college-2010nov12-story.html?_amp=true https://www.10tv.com/article/news/sheriff-3-missing-people-could-be-dead/530-ea47f1d3-3cca-484d-a31f-8626daff0a71 Learn more about your ad choices. Visit megaphone.fm/adchoices

In November of 2010, police entered the Ohio home Tina Herrmann shared with her boyfriend Greg and her two children, 13-year-old Sarah and 11-year-old Kody. All of the residents of the house were missing, in addition to Tina's best friend, Stephanie Sprang. Evidence inside the home indicated a brutal slaughter had taken place there; however, neither of the missing people nor their bodies could be found. Shoeprints from 13-year-old Sarah were found leading to a car missing in the garage. If Sarah made it out alive, she was now in the clutches of a monster who had a 24-hour head start on them. Listen to this week's episode to learn the bizarre and heartbreaking case of "Inside The Hollow Tree."Get ad-free, early releases, plus exclusive Members' Only episodes not available to the public by joining our Patreon group. Go to www.tntcrimes.com or www.Patreon.com/tntcrimes to learn more.IG & Facebook: @hardcoretruecrimeSources: 1) "The Girl in the Leaves" by Robert Scott, Sarah Maynard, and Larry Maynard2) Court Records3) Dispatch.com - "What was in the home and mind of the killer Matthew Hoffman?"

I know, we need to get it together! We are finally posting episode 14 but it will come in two parts! In this episode, Karen talks about the creepy ass story she read about Matthew Hoffman and his three victims in Apple Valley, Ohio. The book is called The Girl in the Leaves by Robert Scott, Sarah Maynard and Larry Maynard...and spoiler alert....some of the victims' last names were Maynard....Listen to this episode to get the back story on Matthew Hoffman and how he came running down the hallway ending innocent lives. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/karen-gaylord/support

This is the story about Matthew Hoffman. He was convicted of murder, kidnapping and thankfully Sarah Maynard survived the whole ordeal. He was apparently obsessed with trees and leaves but when he was doing his brutal crimes his house was filled with leaves. Listen to how this all went down!    Thank you!!  Please subscribe if you love what you hear!! 

Week 14 is Here and Brought To You By UA Early College! Interview with Sarah Maynard and Preview of Our Upcoming Invitational!

This story is about the abduction of 13 year old Sarah Maynard and her family. Join me as I go over this case that entails a twisted road of trees and leaves. You'll see what I mean. --- Support this podcast: https://anchor.fm/crimeghoul/support

In 2010, Sarah Maynard was abducted after her family had been murdered by the leaf-obsessed Matthew Hoffman.  Thankfully she was rescued four days later.  Almost 10 years earlier, Jaycee Dugard was snatched off the street by Phillip and Nancy Garrido and was forced to live with them for 18 years before she was rescued.  Listen in this week to The Wardcaster Files as we discuss these two cases of abduction.Support the show (https://www.patreon.com/user?u=25398556)

Matthew John Hoffman is a convicted murderer, arsonist, rapist, and kidnapper that committed his biggest crimes on November 10, 2010 when he murdered 3 people, dismembering them and hiding them in a hollow part of a tree, and kidnapped 13 year old, Sarah Maynard. He held her hostage for four days on a bed of leaves in his basement until he was caught. Join me as I tell the story of Matthew's crimes. Sources: Toledo Blade. Central Ohio Murder Suspect known as a loner who took risks. Retrieved from: https://www.toledoblade.com/State/2010/11/21/Central-Ohio-murder-suspect-known-as-loner-who-took-risks.html Dispatch.com. Murder Suspect was long on "a bad path". Retrieved from: https://www.dispatch.com/article/20101121/NEWS/311219718 Hopper, Jessia. (2011, February 9). Killer Stuffed his House with Leaves. Retrieved from: https://abcnews.go.com/US/killer-matthew-hoffman-stockpiled-leaves-ohio-home-made/story?id=12877942 Criminal Minds Encyclopedia. Matthew Hoffman. Retrieved from: https://criminalminds.fandom.com/wiki/Matthew_Hoffman Murderpedia. Matthew J. Hoffman. Retrieved from: https://murderpedia.org/male.H/h/hoffman-matthew.htm Scare Street. (2019, June 6). A Disturbed Mind: The Crimes of Matthew Hoffman. Retrieved from: https://scarestreet.com/matthew-hoffman/ Dispatch.com. (2013, May 21). Father, step-mother Charged with Assaulting Knox County Kidnap Victim. Retrieved from: https://www.dispatch.com/article/20130521/NEWS/305219747 --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/itscrimetime/support

Listen to American Predator: The Hunt for the Most Meticulous Serial Killer of the 21st Century free from Audible.comThis crazy episode was a request from one of our big supporters and friend Savannah. Matthew Hoffman kidnaps thirteen year old Sarah Maynard after killing her mother, mother's friend, and little brother.Support the show (https://talkmurder.com/join/)

Sarah Maynard joins us this week to discuss the Last Unicorn and why this endearing children's classic still resonates with us today!   Sarah on Twitter: https://twitter.com/tahiti   Links discussed in the episode: https://www.fantasticfiction.com/b/peter-s-beagle/ http://fansagainstfraud.com/ https://www.theatlantic.com/entertainment/archive/2018/11/last-unicorn-peter-beagle-50th-anniversary-reality-magic/575641/

Good Shepherd’s volunteer Sarah Maynard talks about the different things she is doing for the Good Shepherd’s.

Repy and Austyn discuss the kidnappings of Shasta and Dylan Groene as well as the bizarre abduction of Sarah Maynard. Our theme music is a derivative work featuring samples from Top Pop by Jumbo Seller Music and clips of dialog from Peeping Tom (1960), The Shining (1980), and Psycho (1960).  Our cover artwork was created by Bojana. Use code HIGHHORROR for 15% your very own pair of Sudio Headphones at https://goo.gl/qn6cxg Become a Patron on Patreon and gain access to our monthly news episode: https://www.patreon.com/Hellandhighhorror Follow us on: Twitter: twitter.com/hellhighhorror Facebook: facebook.com/hellandhighhorror/ Instagram: Instagram.com/hellandhighhorror You can follow Austyn at: twitter.com/austyncastelli witchtips.tumblr.com instagram.com/austyncastelli You can follow Repy at: twitter.com/reparataann instagram.com/reparataann justagirlandherbacon.tumblr.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Sarah has created several recorded iRest ® meditations that are specifically formatted for use in the float tank. iRest ®, which means integrative restoration, meditation aims to restore individuals to their whole, healthy selves. It’s based on the ancient practice of yoga nidra, and has been proven successful for individuals with PTSD and similar mental challenges.

Jasmina Brankovich on the recent ‪#HESTAdivest‬ win which has seen industry super fund HESTA divest from its Transfield Services holdings for that company's involvement in the Australian detention industry. Image via Sarah Maynard (@sarahmaynard191) | Twitter